30-Day Huddle Sprint
A 30-day sprint to build huddles where messages land and teams activate, coached to each leader's style. Measured on the huddle itself, staff perception and leader confidence. No new meetings.
Download One-PagerFrom noise to Signal.
I help nurse leaders turn the conversations they already have into stronger teams and lower turnover.
Core Offerings
Practical Programs for Front-Line Leadership
Three ways to work together, from a single talk to a full program, all built on the same idea: the conversations leaders already have are where retention is won or lost.
Keynotes & Workshops
Every initiative depends on the conversations that carry it. Keynotes and workshops that take the escalation skill nurses already have and translate it for leadership, up the chain and down to the huddle.
See keynotes and workshopsAdvisory
Not every organization needs a full program. Sometimes a leader just needs a sounding board. Ongoing advisory, shaped to whatever you're working through, from someone who's been on the floor.
Schedule a ConversationNew to this? Start with a free Connection Audit — a short, no-cost look at how your unit's huddles are really working.
The ROI of Connection
Frontline communication is a retention lever,
Frontline communication is a retention lever,
not a soft-skill issue.
The same huddle, run two ways. The difference is what leaders learn to do, and it shows up in the numbers.
Noise
The operator who shares information
- Rapid-fire information dump
- Staff rarely speak up
- Issues vanish into a black hole
- No visible owner or follow-up
Signal
The leader who builds understanding
- Story-led, focused huddles
- Staff speak up and barriers surface early
- Every issue has an owner and a next step
- Visible follow-through builds trust
Facilities in the top tier of engagement outperform the bottom on RN turnover by 5.6 percentage points, roughly $313,000 in savings per 100 RNs.Press Ganey, 2024
7 points
One purposeful leader interaction per month per RN is associated with a 7 percentage-point improvement in annual RN retention.
AONL & Laudio, Quantifying Nurse Manager Impact, 2024
21%
In healthy work environments, where nurses feel respected and supported by their managers, they are 21.1% less likely to leave.
Press Ganey, The Nurse Work Environment, 2024
Learn more about Britt DiNatale, RN →
“Britt understands that you don’t create engagement (or fix retention) by adding one more thing to an overwhelmed manager’s plate. You help leaders leverage their expertise and get more out of the conversations they’re already having.”
Marla Weston, PhD, RN, FAANFormer CEO of the American Nurses Association
“Britt was engaging and dynamic in her presentation. I truly enjoyed her perspective on the importance of nurse retention and ways to improve it as a nurse leader.”
Amanda Bowling, MSN, RN, CNMLNursing House Supervisor, St. Jude Children's Research Hospital
Connect & Follow
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Talks, ideas, and the occasional behind-the-scenes. Come say hi.
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